It seems like every day tech companies are making moves to hire more women or establish diversity and inclusion programs. A recent Pew research report shows that technology-based roles have climbed percent in the United States sincebut only a quarter of those new positions were filled by women. And for those women who do make it in the fields of engineering, science and tech, they're more likely to leave the industry than their male peers -- not because of lack of enthusiasm or passion, but because they face barriers getting to the top remember the list of best CEOs for women employees?
After Wall Street firms repeatedly had to shell out millions to settle discrimination lawsuits, businesses started to get serious about their efforts to increase diversity. And the usual tools—diversity training, hiring tests, performance ratings, grievance systems—tend to make things worse, not better. But as lab studies show, this kind of force-feeding can activate bias and encourage rebellion.
Creating a diversity plan for your library is one of the most important actions we can take to ensure that diversity and inclusion become integral to the way our institutions function, both internally and externally. Creating a diversity plan involves several steps to ensure that the institution is prepared to create a diversity plan, recognizes its role within a diverse community, and addresses diversity in a meaningful and relevant way. For the purposes of this resource, we consider six elements essential for a successful diversity plan.
Because of its focus on health and human movement, it has been uniquely able to address issues of physiological diversity from a range of ideological and instructional perspectives that have embraced difference and diversity. Even since the s, when Athletics and Physical Education parted company to pursue their own agendas, the academic liberal arts study of health and human movement has fostered a symbiotic relationship between the study of the human body, performance and intellectual analysis that supports diversity, particularly relating to climate and campus resources, curriculum development and student recruitment, retention and support. We embrace open inquiry and welcome individuals, perspectives, and ideas that reflect the heterogeneity of the United States and the world.
Several years ago, the Fairfield Board of Education adopted the following belief statements to form the basis of our equity work in the Fairfield City Schools:. Its expiration at the end of the school year resulted in a review of the plan, its goals and rationales. We want to continue our work to ensure these fundamental beliefs continue to be practiced in all of our buildings, classrooms and in our daily interactions in the city and township communities.
You might think that biases are a thing of the past, but while we've made improvements in the last century, there's still a long way to go. In the workplace, people face prejudice for various reasons, from skin color to sexual orientation. Some employees or leaders may not even realize thier bias is caused by predisposed beliefs or notions lurking in their subconscious.
Our inclusive approach is to respect and value differences that diversity brings and to encourage and embrace an environment that allows us to celebrate inclusion through teaching, research and outreach. Michigan State University MSU prides itself on three core values: quality, inclusiveness, and connectivity. The SPDC strives to produce the best quality in research, teaching, scholarship and professional practice. Our faculty, staff and students are actively engaged to think differently and outside our individual comfort zones about our work, about each other, and about our roles in academia and professional practice locally, nationally and globally.
The diversity of legal education does not yet reflect the diversity of American society. AccessLex Institute seeks to expand access to legal education for underrepresented students through research, grantmaking, data analysis, and the dissemination of information and resources. The goal is for graduating law school cohorts to reflect the diversity of the nation by
While medicine, law, and other professions have made considerable progress, race and gender equity remains a major concern in architecture and planning, and among the organizations that oversee education and practice. Inside universities, the demographics are more promising, but still lag behind national averages. Too often, this discussion begins and ends with the numbers.